Aytac Irfan of TopLanguageJobs commented: “The Netherlands is facing a unique issue where clients are uncertain about making large business decisions due to the fallback that may occur as a result. This is slowing the economy in not only Netherlands but in Europe .”

Clients are hesitating to buy and as a result the economy is growing, but a lot more slowly than it should. Companies such as Randstad Holding NV whose business is dependant on a high up turn, as are a lot of other companies, says that its growth is being held back and expects ‘Single-digit growth in staffing sales.’

In other industries KPN reported results down across Dutch activities in a number of areas in the second quarter. With their revenues falling by 3.7% with an underlying drop of 2.2 percent, some companies can only be so lucky.

In Rotterdam it’s a different story, companies are more focused on ‘Satisfied employees = better work’ and how conditions could act as the catalyst to get people back into work who may have become complacent over the months and years.

“Down time,” says Bakker, “is not only a mark of sympathetic management. It helps renew workers, keeping them happy, productive and engaged,” which in turn results in a virtuous cycle of work engagement, job satisfaction and higher productivity.

We can only hope that the Netherlands and the organizations lose their hesitancy and spark a revival that crosses borders into neighboring larger economies to get Europe going again.

Even though Google revenues being an estimated $ 23,650,563 and an improvement of 9% on 2008, Google cut 100 recruitment jobs in 2009. This was one of the most talked about items in Q4 of 2009 purely because a lot of people believed a small percentage of companies to be ‘recession proof’, apparently the recession hit everyone. Google also fell $13.35 or 4.3pc to $300.97 on the 15 th January 2009 in Nasdaq stock market trading.

The second highest report story over the last three years was the gloomy financial impact of the recession on the U.S job market as a whole. Employment in the U.S. jumped by 7.6% in one month alone. Since the recession began in 2007, the US has lost 3.6 million jobs in total (until 2009)

“It’s also important to keep in mind that the job market is local – the most recent unemployment rates coming out of major metropolitan areas like Milwaukee, Baltimore, Boston and D.C., for example, reflect much brighter employment pictures than other regions of the country,” said Tig Gilliam, CEO of Adecco Group North America, in a statement. “Even more critical than where you live or what you do, educational accomplishments have the greatest impact on an individual’s ability to find a job.”

Manufacturing and construction were the hardest hit with a total in excess of a quarter of a million jobs. Los Angeles was also the hardest hit city in the recession losing 82,000 jobs in 2008.

In third place the most talked about story was that European stock markets looked to overtake recovery of due to lack of improvement In US employment that revived hopes of a total recovery. The FTSE gained 0.2% while the Paris rose 1.3% & 1.1% in Amsterdam.

European stocks gained slightly after the publication of the US job report. British Airways jumped 2.81% after Citigroup raised its recommendation on the share from ‘buy to ‘hold’.

Analysts cautioned that the improved but mixed labour picture could be a blip as unemployment continued to rise.

‘This report, despite its unevenness, will likely create some real euphoria in the investor community. It is the first time we can start thinking that the job situation may be turning around with some gusto,” said Joel Naroff of Naroff Economic Advisors.

Heidi Shierholz of the Economic Policy Institute said the report showed ‘‘finally some healing” but warned that ‘‘unemployment … is expected to continue on an upward trend until we start adding jobs in a healthy way, which will likely not happen until next spring or summer.’

The fourth most talked about story was the US unemployment rate finally holding steady on 10.0% with renewed optimism from the government reporting a turnaround in the labour market.

Gains in jobs were key at this point showing a turnaround was possible. With a net gain of 4,000 jobs in November rather than the reported 11,000 loss was the first positive month after 22 months of losses.

“We’re getting a steady but very slow improvement in the job market,” said Robert MacIntosh, economist at Eaton Vance.

Most notable mention – Government sector employment fell by 21,000 in the month.

President Barack Obama recast his high-stakes address to the American people on 27 th January 2011 to address jobs and the economic deficit that has been plaguing the west since 2007.

The main purpose of the address was to convince his ‘prime-time’ audience that he understands the economic pain and blight that is being inflicted on them and his proposals for a new job-creation push.

The overall deficit for the US is was estimated at $1.35 trillion in 2010.

93% of study participants reported an improved sense of wellbeing at work after completing Life Code Matrix, a new program that takes a fresh approach to staff development.

Dr Kathryn Owler who conducted independent research on Life Code Matrix, found the program differed from other wellness programs in that it appeared to create intrinsic motivation and the potential for sustainable change.

“People came out of the program with a clearer sense of identity and were able to align themselves more positively with their work” she said.

“They experienced their work more creatively with a sense of discovery. They were being fully ‘there’ at work.”

Unique aspects of Life Code Matrix that Dr Owler identified were that the process did not require mental effort; rather participants once they had identified who they were through the process were able to effortlessly be that person.

It was also efficient in that the process did not require constant repetition or reinforcement to create sustainable changes in behavior and attitude.

Life Code Matrix was initially developed by experienced business and life coach Cilla Sturt as a result of identity issues she experienced growing up in a different culture. Limitations she observed professionally with traditional coaching and staff development models led to the programs unique approach.

Joe Kiedinger, founder and Brander-in-Chief of Prophit Marketing of Green Bay, believes that the number one killer of employee job satisfaction and workplace engagement is tension caused by unhealthy relationships and perpetual misunderstandings.

To help employers reduce tension and ultimately increase the level of employee satisfaction with their lives at both work and at home, Kiedinger is launching the About Me Card Program, an employee engagement system combining breakthrough communication approaches with supporting software.

The core of the About Me Card Program involves a practical personal assessment that reveals individuals’ fundamental motivations that are most essential to their happiness. With this information, human resources staff, business owners and managers can better understand what drives employees at the deepest level and can assist them with performing their jobs in a more meaningful and productive way.

Kiedinger is holding a premiere event for the launching of the About Me Card Program at 3:00 p.m. on Tuesday, April 27, at the Meyer Theater in downtown Green Bay. The event is free and open to the public and is being held in partnership with Junior Achievement. The event will include a presentation by Kiedinger, a demonstration of the software, a panel discussion, and live entertainment featuring Let’s Be Frank Productions.

Appearing on the panel will be Mark Skogen, President/CEO of Festival Foods; Dan Swift, General Manager of Dahl Automotive Group; Angela Owen, President of TBL Leadership Partners; Tom Thibodeau, Director of the Servant Leadership Program at Viterbo University; Chris Elliott, Managing Director of About Me International; and Kiedinger.

At the event, attendees will get a glimpse of two About Me Card Programs that will be released in 2011, About Me Kids and About Me Teens, as well as several technological enhancements involving social media.

According to Kiedinger, the About Me Card Program offers important benefits for employers. “When this program is applied to a business, it allows people to communicate clearly without misunderstanding, reduce conflicts, cut tension, hire right and match employees to jobs that fit their talents. In short, this tool creates a whole new level of cooperation and connection between people at work,” he says.

Kiedinger adds that “while all of these factors contribute to increased profitability, what is special with this program is that it helps employers do the right thing—make life better for their employees.” In addition, he says the program is also unique in that it helps facilitate the development of leaders across organizations.

Kiedinger says the most notable feature of the About Me Card Program is its simplicity. “I like to call it a ‘Monopoly’ property card except that instead of being about property it is about a short list of rules to help people successfully connect with one another. The software enhances the experience by allowing people to communicate effectively at the click of a mouse. No other assessment offers this level of immediacy and practicality while providing relevant individualized information,” he says.

Kiedinger says the About Me Card Program is an ideal culture-building tool that can easily become a company’s training program or be integrated into an existing training program. He also says the program can help improve employees’ personal lives by minimizing if not eliminating workplace tension that they would typically bring home with them at the end of the workday.

The About Me Card Program is already being used by a wide array of organizations, and the initial results have been very positive, according to Kiedinger. Organizations that are currently using the program include the United Way of Brown County, Festival Foods, Trig’s, Dahl Automotive, Al Huss Auto & Truck, The Selmer Company and TBL Leadership Partners. In addition, the program is scheduled to be used by a Campbell’s Soup Company plant in Texas in May.

Kiedinger notes that the About Me Card Program continues to draw inquiries from a variety of interested parties, including some organizations from China.

A white paper on the About Me Card Program is available. “How to Produce Highly Motivated and Engaged Employees in the Face of Today’s ‘What’s In It For Me? Workforce’ ” is available at www.aboutmecard.com.

Levels of optimism are much higher than six months ago among finance professionals and their employers, according to the 2010 Reed Accountancy & Reed Finance Salary and Benefits Guide – which polled over 200,000 jobseekers and 40,000 employers in a wide range of sectors across the UK.

With 59% of employers optimistic about improving trading conditions and 71% of individuals saying they intend to look for a new finance job in 2010, retention of key finance staff will be a challenge across the public sector, private sector and also within accountancy firms this year.

Despite last year’s much-publicised pay cuts and pay freezes, the majority of finance professionals reported receiving slight pay increases (1.5 to 2.5% on average). Pay rates in the public sector rose by the most (between 2.5 and 3%). The recession created increased demand for more specialist finance roles – in particular within audit, recovery, restructuring and change management.

2010 – A year of change

Even though 43% of individuals said they felt secure within their current position, with growing levels of confidence there is likely to be a rise in the movement of finance professionals between organisations throughout 2010. The survey uncovered notable discrepancies between the perceptions of employers and employees: 71% of employers said they believed their employees were loyal to their organisation. Meanwhile, while only 25% of employees felt that they are rewarded adequately in their current role – suggesting that pay rates will become an increasingly important factor in a ‘war for talent retention’ in the coming year. Financial analysis, financial risk management and compliance will continue to be key skills in demand during 2010, while aspiring jobseekers will be attracted to perceived fast-growth sectors such as energy (from nuclear to renewables), digital technology and online media.

Reed Finance Director Tim Vye commented: “With the UK emerging steadily out of recession and a general election before the summer, 2010 may be an uncertain year for some employers. However, recruiting and retaining the best finance talent will be a priority as the job market moves away from being employer-driven. “2010 will also mean fresh changes for finance professionals in all market sectors. 64% of respondents in our survey said the role of the accountant has changed significantly over recent years, with a far greater need for people skills, strategic thinking and commercial acumen.”

Recruitment within Small and Medium-sized Enterprises (SMEs) has shown encouraging increases recently. Many employers are increasingly looking for finance professionals with ‘future boardroom potential’.

Five years post-S.B. 899, this conference on March 11-12 at the San Francisco Marriott Marquis will bring disparate players together to start fixing a broken workers’ comp system in California.

The Making Workers’ Comp Work Conference is FREE for employers, HR managers and claims professionals. Lawyers and doctors may attend for a fee of $495.

SAN FRANCISCO –February 17, 2010 — The inaugural Making Workers’ Comp Work Conference (www.makingworkerscompwork.com) will bring together leading employers and top industry experts in law, medicine and insurance to find solutions that will make workers comp work for all. The conference is designed for employers, claims professionals, lawyers, doctors, human resource professionals, risk managers, and anyone whose work involves California workers’ compensation. It will take place at the San Francisco Marriott Marquis on March 11-12.

“We are partnering with leaders in the workers comp industry to start fixing a broken system and champion reforms that benefit all parties in the system,” said Phil Neal Walker, conference organizer and workers’ comp attorney at The Phil Neal Walker Law Firm (www.philnealwalkerlaw.com) “We are convening the first-ever workers’ comp community conference that brings together all the players to share ideas and best practices to help create a system that operates with maximum justice, effectiveness and – most of all — integrity.”

Delivering on the many meanings of integrity – steadfast adherence to an ethical code, consistency of actions and outcomes, and systemic reliability – will act as a compass for the conference. In over 30 events and breakout sessions (http://bit.ly/bkYlKA), attendees will learn immediately applicable lessons from top experts in the workers comp field (http://bit.ly/9faO7q), share best practices, and discover and share win-win scenarios that work for both companies and employees.

“A highlight of the conference will be a closing session where – as a group – we will determine a list of priorities necessary to fix the system,” said Walker.“After the conference closes, we will be taking these priorities straight to the Governor and Legislature in Sacramento.”

A highlight of the conference will be the first annual Integrity Awards for Achievements in Workers’ Compensation. Winners of the awards will include employers, lawyers, medical and insurance experts who have contributed to making improvements to the workers comp system. The winners will be announced at an awards ceremony to be held the evening of Thursday, March 11.

Joslin Rowe reports demand for HR professionals is steadily increasing with job vacancies in financial services currently at their highest levels of 2009. This shift in the market shows that employers now have the budget to recruit new employees and recognise that with expanding work loads, departments left under resourced by redundancy now need more support.

This turn in the market is highlighted in Joslin Rowe’s bi-annual salary survey, where the figures show that there has been a 4% increase in HR job volumes in the last 6 months for permanent recruitment and a massive 63% surge in temporary and contract jobs. The influx of temporary and contract HR job positions appears to be a short term remedy to ease pressure on under resourced HR departments with demand for analytical, compensation and benefits professionals hitting a high to meet the year end requirements.

“Whilst the job flow does lie heavily within temporary and contract recruitment, this increase is extremely positive in a market that has been relatively stagnant for the majority of 2009”, said Tara Ricks, Managing Director of Joslin Rowe. “While talk of a market turn becomes more commonplace, employers are awaiting clearer signs that we’re beginning to leave the recession, so they can plan for growth in 2010.”

Yet while demand for HR professionals is on the rise, there has been a drop in salaries. On the permanent side average earnings have fallen by 14% over the last 6 months. While decreases have also taken place on the temporary side, the scale of the drop hasn’t been mirrored, with an average cut of only 1.2%.

Whilst salaries have taken a dip, the outlook is a positive one. If the demand for HR temps and contractors continues, this should have a knock on effect on permanent recruitment and with an increase in job flow, along with an expected boost in salaries. Joslin Rowe has already started seeing a rise in permanent mid level positions.

GREEN shoots, double-dips, doom and gloom, staggering unemployment figures – we’ve seen it all in the media this year, but finally there is some hope on the horizon, with 67% of accountants expecting a return to growth by June 2010.

It would be easy to assume that there is no recruitment activity out there at all. On the contrary, there have been some very credible reports on how finance departments have fared better than most other business functions.

There have been some significant changes to the role of an accountant but there’s never been a more exciting time to be part of the profession. There have certainly been some clear winners and losers as a result of the turbulent changes within 2009.

Within some sectors, finance professionals have experienced pay cuts of up to 20% of salary. Many Financial Directors have overseen reductions or removal of bonus schemes – including their own.

On a more positive note, there has been an increasing optimism amongst fast-growing, innovative and ambitious businesses – which are still prepared to pay competitive packages to secure the right talent. Interim and project professionals have had a busy year, with reports showing how the demand for interims has been consistent during this recession.

In fact, Reed Finance has never had more interims out working on assignments than they have currently. Just like in previous recessions, many organizations have made use of a more flexible workforce within their finance departments and turned to hr consulting and contracting services. Day rates for the most expert and specialist interim contractors have been resilient throughout the year.

Some industry sectors that have been regarded as being hit hardest by the market conditions have also been some of the most active recruiters. A number of organisations in financial services, manufacturing and the leisure sector have been using recruiting significantly – as a result of significant structural changes.

An entrepreneurial spirit and a sense of now-or-never amongst companies with aggressive expansion strategies, has definitely been noticed. This has all created an increased need for experienced finance professionals; with these employers looking for hands-on accountants who are interested in exciting, opportunistic projects.

Finance experts within the retail sector have survived the recession well, with recruitment levels maintained. Recruitment of senior finance posts within the Public and Third Sectors also remained constant in the first half of 2009.

Promethean Group, a global leader in interactive classroom solutions, and its principal company, Chalkfree Limited, has announced the appointment of two new, non-executive directors, namely Dante Roscini and Philip Rowley.

Mr. Roscini, age 51, serves as a senior lecturer in the Business, Government and the International Economy Unit at Harvard Business School. Prior to joining Harvard in 2008, he was the Country Head of Italy and Chairman of European Capital Markets for Morgan Stanley, as well as the board director of Morgan Stanley International Bank, In 1999, Mr. Roscini joined Merrill Lynch as Head of Global Equity Capital Markets and, f r o m 1988 to 1998, he was the Head of European Capital Markets for Goldman Sachs. Dante holds a summa cum laude Laurea degree in nuclear engineering f r o m the University of Rome and an MBA f r o m Harvard.

Mr. Rowley, age 57, currently is a non executive director of ARM Holdings plc, HMV Group plc and Misys plc and has previously served a non executive director at Tradus plc. F r o m 2001 to 2007, Mr. Rowley was with AOL Europe, where he became Chairman and CEO. In 1998, Mr. Rowley joined Kingfisher plc as Group Finance Director. Prior to relocating to England, he held the posts of Executive Vice President and Chief Financial Officer at EMI Music Worldwide and was the COO and CFO of Golden Books. Mr. Rowley holds a degree in chemical engineering f r o m Imperial College, London, and qualified as a chartered accountant with Peat Marwick in 1976.

“We are delighted to welcome Philip and Dante to the board,” said Graham Howe, Chairman of Chalkfree Limited. “Their impressive track records and experience will strengthen our Board and are highly relevant as we plan our continued expansion and as more and more countries turn their attention to bringing interactive learning technology to their classrooms.”

Additionally, Promethean’s CEO, Jean-Yves Charlier has also been recognized for his significant accomplishments in driving the company forward over the past year when he accepted the British Venture Capital Association (BVCA) Award for the best CEO of private equity backed companies in the UK. The award recognises the achievements of CEOs throughout 2008 and nominees selected f r o m across the UK were judged on their company’s performance.

Mr. Charlier was recognized for his leadership, further consolidating Promethean’s strong market position across the 90 countries in which it operates and for driving the company’s revenue growth up 49% in 2008, following a 25% growth the previous year. This growth can be linked to key initiatives instigated by Mr. Charlier in 2008 included focusing the business solely on the education software sector, adopting a global indirect sales model and accelerating new product development investment.

Businesses spend a great deal of time and energy to develop strong reputations in their industries. As a result, employers are conscientious about the types of individuals they employ as their reputation may have an impact on the reputation of the business. Among others, The Barrett Group, a career management service, has witnessed a shift in job screening. It used to be that prospective employers would have a cover letter, a resume, references, and letters of recommendation that essentially encapsulated the candidate for hire.

With the ease of information access, more and more employers are using the Internet to screen potential employees. As a result, career management service businesses like Barrett Group llc. are becoming more mainstream and more valuable than ever. Studies have shown that 66% of hiring professionals use the Internet as a first screening and 50% report they disqualified a candidate based on the discovered data. As a result, it is becoming more and more important to be aware of one’s Internet presence.

Text-based media is notorious for miscommunication. Oftentimes comments and information found on Facebook, MySpace, or Twitter may be damaging to a job seeker when discovered by prospective employers. Frequently, the damaging Internet data is a mistaken use of words or information that is completely unknown to the job seeker. As a result, Waffles Natusch, President of The Barrett Group recommended on an NECN TV interview that their clients ‘google’ themselves annually under normal circumstances. “If you are in a job search, we recommend our clients check every single week.”

During the NECN TV interview, Waffles Natusch, discussed ways in which individuals can, “Remove the ‘derogatories’ or things you don’t want people to see or that are erroneous.” Many individuals are amazed as to how many people have their same name, which can create additional problems for one’s reputation. There are methods to resolve these issues. The three recommended steps are:

1. Search for one’s name, its variances, and nicknames on various search engines and remove unflattering content,
2. Click on and place positive content on the Internet through Twitter, blogs and circulating articles
3. Setup google alerts so that an email notification is sent when new content is placed on the Internet.

The bottom line is that there may be erroneous or misleading information on the Internet that can have a negative effect on one’s ability to find employment. Waffles Natusch explained that “…somebody may indeed post malicious things about you.” which may, “…interfere with career aspirations.” Many individuals can manage their reputation themselves and for others it is advantageous to seek out professional assistance.

The Barrett group serves a broad spectrum of business professionals by providing premier career management consulting. With a proven track record of success since 1990, Barrett Group clients receive professional career management services by engaging and highly experienced consultants that produce results.

Hays, the world’s leading recruiting experts in qualified, professional and skilled people, is reporting that despite difficult trading conditions employers’ confidence is improving with positive signs for recruitment activity in the building services sector, especially for candidates with specialist skills, such as sustainability and energy efficiency experience.

Recruitment activity for jobs that require energy and sustainability expertise has remained steady across the public and private sectors, with employers particularly keen to attract individuals with a track record in implementing policies to reduce the carbon footprint and emissions of buildings.

Meeting efficiency targets is high on the agenda of most organisations and if a candidate can demonstrate experience in this field, this is a definite advantage and will improve the chances of being shortlisted.

“We have noticed that there are a range of permanent, temporary and interim opportunities for those individuals with energy efficiency experience. The types of role that employers are looking for include energy managers and facilities managers,” commented Mike McNally, Business Director at Hays Building Services.

Experience of Display Energy Certificates (DECs) and Advisory Reports is a fundamental requirement. “The requirement for DECs only came into effect towards the end of 2008 and these need to be renewed every 12 months, therefore local authorities and institutions need specialists in this field to ensure that targets are being met and that they conform to the Energy Performance of Buildings Directive (EPBD),” continued McNally.

The equivalent for commercial and private buildings is Energy Performance Certificates (EPCs). Low Carbon Consultants advise on the design and operation of commercial buildings to meet the highest energy efficiency standards complying with Part L (Conservation of Fuel and Power) of the Energy Performance in Buildings Directive (EPB) and can subsequently qualify and attain the Low Carbon Energy Assessor (LCEA) grade.

These skills and qualifications can be easily transferred from the private to the public sector, which increases an individual’s employability and can make a significant difference to those looking for building services jobs, particularly during the current downturn. “Achieving LCC status not only means that individuals can command better salaries but these specialists can make a real difference to consultancies and bring in much-needed project work,” added McNally.

The competitive recruitment market means that jobseekers with senior strategic project management skills and evidence of cost savings on projects will clearly hold the upper hand. Delivering cost effective solutions and adding value are very much the order of the day. “It is imperative that individuals spend sufficient time on their CVs and quantify their achievements, carefully detailing all the projects they’ve worked on and the impact this has had on the bottom line. Prior experience of the implementation of energy saving technology should always be included when applying for building services jobs,” explained McNally.

Chartership, qualifications and a solid Continuing Professional Development (CPD) record are all important considerations. “Individuals need to focus on career development and networking is a major part of this. Organizations such as the CIBSE, HVCA and the ECA hold numerous monthly meetings across the UK and are free to attend,” concluded McNally.

The statistics are staggering. Challenger, Grey & Christmas employment tracking service reported in the year 2000 that 2453 employees were downsized from pharmaceutical companies. By the year 2008, that number had reached over 24,880.

However in 2009, it has almost doubled to more than 53,000 eliminated jobs. According to Denise Wilkerson, Director of Executives Search, “With lay-offs on the rise, our clients needed our assistance to make career transitions smoother for displaced employees. As a leader in the recruitment industry, we feel outplacement services go hand in hand with recruiting services. We want to assist our clients during the difficult times, as well as the times of growth.”

The one-on-one career consultation program is designed to support displaced employees. The program is offered to client companies at reasonable corporate rates.” The Personalized Program includes:

· Personalized Career Plan Consultation with a Career Transition Consultant
· Cover Letter and Resume Writing Assistance
· Assistance and instruction on job search techniques and networking
· Guidance and instruction during the interview process
· 24hour / 7 days a week online web based Career Center

Global Edge Recruiting announces the launch of their newly revised website. The updated website is based upon 13 years of successful web marketing experience in the medical sales recruiting marketplace. The new site allows individuals to access current information on how to succeed in today’s tough employment market in either a hiring or job-seeking role. Although designed for medical sales professionals, many of the tools and information are transferable to any sales or marketing discipline.

Currently, Global Edge Recruiting.com has over 200,000 hits each month demonstrating the reach of it’s resources on the web. According to Director of Executive Search, Denise Wilkerson, “The Career Center has always been a popular destination on our site. It contains information to assist job seekers in learning how to develop their resume, enter into a job search and successfully interview for a medical or pharmaceutical sales job. It is our hope that the information we provide can help make the job search and interview process easier for those experiencing difficulty in this market.”

Company officials are also citing successes in outplacement services. These services benefit both candidates and clients (employers) by assisting the displaced. The new website offers ongoing career information to assist candidates through periods of career transitioning.

Denise Wilkerson adds, “With the changes in our website, we hope to continue to meet the needs and expectations of both our clients and candidates. The unique tools provided by the new site really help us understand the sales candidate so that we may match them with the appropriate job. Conversely, the site also helps the staff find the talented, competitive individuals that today’s top medical sales companies are seeking.”

The new website was converted from a static site to a dynamic site. This allows“real time” recruiter changes allowing for immediate job postings or changes. According to officials, this helps attract talent when timelines are short or assist in simply getting information out in a very timely manner. The updates also allow for a recruiter blog and question submission area.

For more information about this topic or to schedule an interview with Randy Wilkerson, please call 877-370-2462.

Reed has undergone an extensive research process in order to compare the reaction of recessionary pressures in 2009 to those of the 1992 recession. This comprehensive study is a part of the Keep Britain Working initiative, which was developed by the recruitment services provider.

From the very beginning of this research it is clear that today’s employers are responding very differently to recessionary pressures than those of 1992.

This is in spite of the fact that an identical percentage of organisations in both the 2009 and 1992 studies – 44% – said they had made redundancies as a direct response to the downturn.

Where organizations in early 1992 felt compelled to radically re-engineer their staffing structures, in 2009 something else is happening. In 1992 over 67% of organisations indicated that staffing structures had been changed by the recession. Managers were particularly hard hit by redundancies and were predicted to be least in demand in the upturn, as companies de-layered across the board. The multi-layered, hierarchical organisation was replaced by something much flatter and therefore more flexible.

Redundancies seemed to be imposed with what often sounded like brutal relish. They were characterised by phrases such as “stripping out the dead wood” or “cutting out anyone over the age of 50”, heralding the end of the “job for life”.

Two decades ago 40% of employers identified their most successful recession-driven change as “increasing central controls”. In contrast only 20% encouraged greater employee co-operation. This smaller group actively introduced higher levels of internal communications and staff training, multi-skilling workers to perform across previously rigidly demarcated roles. While it was feared at the time that mass redundancies would jeopardize what was known as the “psychological contract”, in retrospect the actions of this smaller group sowed the seeds of a new relationship between staff and managers which the best organisations appear to have built upon ever since.

In 2009, in contrast to 1992, redundancies have hit across the board, but have not changed the shape or staffing structure of organisations. In 1992 67% said a fundamental shift in staffing patterns occurred, today people are split 50/50. This report shows a different process is occurring, involving a more fundamental shift in attitudes amongst employers and workers.

According to company owner Jim Shelton, “After more than three years of hard work and several set-backs, our program is finally ready for the PEO markets we have been trying to help”.

“The mid-market PEO will be able to breathe a refreshing sigh of relief with this program designed specifically for the PEO. In particular, smaller PEOs struggle to keep a workers’ comp policy, let alone afford it. Why? Simply put, workers compensation carriers have attached a negative stigma to PEO’s, requiring high collateral, deposits or “fixed” premiums based on an estimated annual premium, hurting the already beleaguered cash flow needed for the PEO’s day to day operations. Larger PEOs tie up precious cash flow and credit; that won’t happen with PML’s program”.

PML Risk Management, Inc. is trying to change the relationship between workers comp carriers and the PEOs who honestly and effectively manage their risk.

PML Risk Management, Inc, is not a professional employer organization (PEO), but the company owner has over 24 years experience as a PEO owner; fully aware of the workers compensation challenges and pitfalls facing the mid-market PEO, as well as the larger PEO.

This unique PEO program will offer qualified and accepted PEOs “Guaranteed Cost” Individual or Master Coordinated policies; all fifty states, No Collateral, little or NO deposit and a monthly reportable Pay-As-You-Go plan.

As an incentive, the program offers the PEO a profit-sharing dividend for keeping their loss ratio 40% or less. This program is the competitive blast of fresh air PEOs have been looking for.

If you would like more information about our PEO specific workers compensation program being offered through PML Risk Management, Inc, please visit www.peoworkerscompensation.com or call our licensed managing agent for more details ((210)) 380*2051.

If you have ever wondered about how organizations and employees have reacted to the current recession and how this compares to responses to the previous recession, then Reed has the answers you are looking for. In fact, Reed has taken it one step further to include information about what we can look to predict in terms of the new challenges and opportunities people challenge, from these reactions.

Reed have undertaken a comprehensive study which benchmarks a new survey of over 600 organisations – representing all sectors, sizes and locations – against research completed in Spring 1992, in the depths of the last UK recession.

The results are fascinating. They reveal that a sea-change has taken place. Yes, employers across the country are making recession-fuelled redundancies, but today this is only one part of their response. Organisations from Corus to KPMG are dramatically flexing worker terms and conditions, including benefits, hours and pay, thereby reducing costs while retainingstaff.

In 1992 a culture of partnership between workers and bosses was the exception. Now, a spirit of informed co-operation is widespread and this has enabled a far more flexible response to this downturn. This bodes well for a swift resurgence when the upturn comes.

The study reveals just how much this recession has strengthened the role of HR professionals, accelerating their move to the strategic centre of organisations as they implement and lead their employers’ responses to the downturn. Yet in spite of this, a key finding of this research is the prediction that skills shortages will be an even greater threat to recovery this time than in the aftermath of 1992.

Employers tell us that as soon as the upturn comes they will recruit to replace the staff that they have cut. This applies to all roles, across all levels. However, skilled staff are the only category where things are noticeably different. Organisations plan to recruit considerably more skilled staff once recovery begins than they have cut in the downturn.

This suggests that the UK’s recovery faces a very real threat from growing skills shortages. The problem will become even more acute as post-recession Britain moves further towards becoming a high-skill economy.

This issue demands attention from both business and government, as it will not resolve itself. A key national priority must be to re-tool and re-skill the workforce, to keep Britain working.

Hays, the world’s leading recruitment experts in qualified, professional and skilled people, has reported that the acute shortages felt across the nursing sector in the UK has led to demand for professional staff from overseas.

The most affected areas for nursing jobs are in critical care (ITU), A&E, theatre, intensive care (ICU) and accident and emergency medicine nurses, with skill shortages also apparent for obstetrician and gynaecologist, orthopaedic, anaesthetic and recovery nurses.

“The available talent from abroad throws an important lifeline to the UK given the pressing need for skilled nurses. Around 10% of nurses working in the UK have trained abroad and the shortage of skills can only be adequately filled by targeted international recruitment,” commented Simon Hudson, Director of Hays Global Resourcing at Hays Healthcare.

A combination of more effective utilisation and retention of skilled nurses, increased emphasis on training new nurses and, in the short term, increased international recruitment, would seem to provide the optimal solution to the nursing jobs crisis.

“While most of our temporary and permanent recruitment is carried out locally, the demand for certain skills has outstripped supply. It is therefore our responsibility to help clients attract these key professionals from outside their local market,” stressed Hudson.

An international presence in 28 countries enables Hays to reach and target this extended pool of nursing professionals. “Our office network means we can source candidates from abroad and assist UK employers in finding correctly qualified nursing staff to meet their requirements,” added Hudson.

Hays Healthcare has now added a comprehensive project methodology programme, LOCATE, to its portfolio to provide further support to employers via its global network.

“This gives employers extra confidence to partner with us to fill the gaps in their workforce,” explained Hudson. “The new methodology, within an international recruitment context, helps our clients through the process – it is innovative and comprehensive, detailing exactly how each project will be handled to ensure that it is a success every time.”

The problems facing the nursing sector in the UK are further compounded by an ageing domestic workforce – around 60% of the worker population is due to retire over the next decade. However, the shortage of nurses is not just limited to the UK with demand outstripping supply across the world, which in turn fuels a cyclical international movement of labour in the nursing profession. Many UK nurses are leaving to go and work abroad, to destinations such as Canada, Australia, the Middle East and the United States. Hudson explained: “Clearly, lifestyle and financial reasons rather than an inability to find a job in the UK are two of the key motivators.”

Hays has also launched the Hays Healthclub, which supports existing and new workers. It provides new Hays members and those who refer others for roles, which are suffering from skill shortages with a £250 Healthclub bonus.

Career Wizards Inc. (formerly A Resume Wizard & Services) has announced a new business name and expanded service offerings in responding to opportunities created by the current economic condition and an increasing demand for quality career services.

A Resume Wizard & Services was founded in 1998 by current President and CEO, Deanne Arnath, who will continue in this role with Career Wizards. “Our rebranding is the culmination of the ongoing, extensive feedback we’ve received from career professionals and job seekers interested in a comprehensive suite of services intrinsically designed to meet their diverse needs,” Arnath says.

According to Arnath, the expanded service offerings available from Career Wizards include resume writing, individual career assessments, career coaching and webinars, social networking instruction and assistance, professional network development, and recruiter introduction services.

Arnath adds that the company’s services are easily accessible via the Web. “We have made all of our services available online to offer greater convenience to busy job seekers and career professionals.”

“One of our goals in rebranding the company is to bring some credibility back to our industry with regard to upfront pricing and customer service. We recognized an urgent need to raise the bar with responsive, personalized service, because many individuals unfortunately encounter frustrating obstacles when trying to advance their careers due to a lack of expertise and professionalism from service providers,” she says.

Arnath says the company’s new service offerings will enable it to maintain a distinct position in the career services industry. “With our newly developed image and expanded business operations, we are in a prime position to provide customers with a unique and comprehensive set of services delivered by a staff of highly experienced career experts.”

Arnath and her team of career experts collectively hold a number of industry certifications, which include the Certified Professional Resume Writer, Nationally Certified Resume Writer, Certified Federal Resume Writer, Certified Advanced Resume Writer, and Certified Career Management Coach.

Arnath is a contributing author for a number of career-related books and publications and has been published in Resumes for the Rest of Us: Secrets from the Pros for Job Seekers with Unconventional Career Paths, Directory of Professional Resume Writers: How to Find and Work with a Pro to Accelerate Your Job Search, and No-Nonsense Job Interviews: How to Impress Prospective Employers and Ace Any Interview.

Arnath also lectures at colleges and universities in the Dallas/Fort Worth area and participates in job seeker education programs with organizations such as the Graduate School of Business at the University of Texas at Dallas and Women for Hire Job Fairs.

Leading recruiter Reed Specialist Recruitment has launched a sophisticated but simple to use global website to help organisations and jobseekers quickly and easily find the right talent or role in 12 different countries – the UK, Australia, Bulgaria, Czech Republic, Hong Kong, Hungary, Ireland, Malta, Poland, Qatar, Singapore and the United Arab Emirates.

Developed at a cost of approximately £250,000 in association with Golley Slater Digital, www.reedglobal.com has four local language versions – Bulgaria, Czech Republic, Hungary and Poland – twitter and RSS feed options, salary guides, reports and recruitment case studies, as well as useful talent finder and send us a vacancy functions.

Reed Specialist Recruitment marketing director Mark Milner explains the thinking behind this significant investment in the online recruitment space: “With the internet now an essential part of so many people’s working and leisure lives around the world, we wanted to make our recruitment expertise and experience readily available locally to employers looking to bring in the best local talent, and jobseekers in search of the right opportunity.

“By integrating the service offerings of Reed Consulting and Reed Learning into www.reedglobal.com, candidates and clients alike can use the site as a one-stop shop for recruitment and HR consulting.”

In the UK, the site has been carefully integrated with www.reed.co.uk – the UK’s largest jobsite – which contains easily searchable details of 100,00 live vacancies and approximately two million jobseekers, and regularly receives in excess of 1.5 million job applications each month.

Looking ahead, Reed are looking at the possibility of developing a mobile platform, as well as enabling greater interaction with consultants live on the site through functions such as instant messenger and live chat.

About Reed Specialist Recruitment:
Founded in 1960, Reed is a specialist provider of permanent, contract, temporary and outsourced recruitment solutions, as well as IT and HR consulting.

Joslin Rowe has revealed new research conducted over a six-month period from March 2009 that shows signs that financial services companies are now finding it difficult to attract new staff to vital business areas, with some teams operating too leanly for any business up tick.

Data collected on recent job offers by Scottish financial services recruitment specialists, Joslin Rowe, shows a clear pattern of hot and cold spots emerging from the pay packets involved. Salaries for new joiners within banking operations have remained steady following the introduction of internal pay freezes whilst entry level roles have ground to a halt, with applicants at this level struggling to even gain a foothold via temporary work.

However, the corporate actions talent pool remains limited and this has exerted an inflationary pressure on salaries. For example, at the start of the year, the top range a corporate actions analyst could expect was £28,000, while today this is closer to £30,000. Team leaders could now secure up to £40,000, a big jump on the£35,000 ceiling that was in place in March.

“It’s important to understand that our research is based on the salaries professionals receive when they secure a new job rather than annual salary reviews for existing employers,” explains Margaret Dyer, Director of Joslin Rowe’s Scotland offices. “Whilst there’s an enormous amount of debate about remuneration in the financial services sector, moving jobs almost always carries a premium – especially if the skills required are in short supply and a prospective employee is working at a competitor. Indeed, many talented professionals would simply remain in their current company without this incentive. Fresh ideas are crucial to drive businesses forward through this recession so it’s imperative to attract the best staff.”

According to the Joslin Rowe research, business change professionals have been in huge demand in the investment management world, though salaries for permanent hires have remained steady since 2008. On the temporary side, however, average hourly contract rates are rapidly increasing (in some cases by over 13%) from £15.09 six months ago to £17.36 an hour now.

Dyer added: “Certainly, project driven roles are attracting higher rates of pay as firms work to effect real change for the future.”

Joslin Rowe recruits for financial services jobs in Scotland, including jobs in Edinburgh and jobs in Glasgow. The salary survey analysed salaries and rates of pay attached to job offers and vacancies comparing Sep08-Mar09 with Mar09-Sep09.